The document discusses Trainers Association of Pakistan (TAP), an organization driving a new revolution in human resource development and management in Pakistan. TAP has prepared over 150 training courses covering core areas for different sectors in Pakistan, including corporate, education, services, banking, telecom, construction, and technology. The training courses focus on both technical and soft skills. TAP aims to enhance people's skills and potential through these training modules.
Government of India’s ambitious Skill India program created National Skill development council (NSDC) to create a powerful network of training ecosystem to address employment skills and support gainful entrepreneurship. Despite the best efforts of the government, partners and other agencies involved in the outcomes of Skill India program have fallen short of objectives. The problem of skilling India can’t be solved by increasing expenditure and bringing in more training partners alone. We present here the reasons for the shortfall and approaches to overcome each pain area.
Automotive training deals with the large need for trained manpower in auto dealerships and manufacturers. MultiWagons Automotive Training plans to open exclusive training centers across India to train graduates, undergraduates, and others for careers in auto sales, finance, and insurance. Trainees will receive technical and soft skills training through interactive classrooms and will be placed at auto dealerships, finance companies, and insurance companies upon completion. The training centers aim to address the shortage of trained automotive professionals in India's growing auto industry.
1) TESCO provides extensive training programs to its large number of employees across various roles and departments.
2) Training needs are identified through needs analysis and gaps are addressed through on-the-job and off-the-job training methods like coaching, shadowing, and induction programs.
3) TESCO evaluates its training programs through activity plans, personal development plans, learning logs, and feedback from managers and subordinates to ensure training objectives are met.
Wisdom Education Limited is an educational institution established in 2013 with the goal of providing quality education and helping students achieve success. The company's vision is to impart holistic education through various courses to help students excel academically and develop values, while standing out. The company's mission is to create an ideal environment for research and nurturing talent needed for leadership. Wisdom Education Limited offers various products like foreign language courses, animation/computer courses, crash courses, and distance education programs. It aims to target working professionals, students, and people interested in these programs. The company plans to use strategies like selecting experienced teachers and using technology to deliver quality education and achieve its goals.
Gopalan Skill Academy expands its portfolio of solutions to offer skill building solutions for the various sectors. As India gears itself for the Green Revolution, Gopalan Skill Academy is geared to leverage massive opportunities that exist in sectors by providing skill building solutions.
In its journey to create a world-class enterprise in the training and skill development domain, Gopalan Skill Academy has ventured into this exercise at our skill centres. Our centres provide learning solutions for business, Govt., PSUs, Universities, multilateral agencies/ NGOs and individuals.
This article discusses the growing demand for corporate training in Oman due to talent shortages and Omanization targets. It notes that companies are increasingly turning to training to enhance workplace competencies beyond what education provides. Training needs have shifted from technical skills to soft skills and personality development. Several corporate training institutes and coaches have emerged to address this demand. While training programs help improve skills, HR managers believe they only account for 10% of productivity and a holistic talent management approach is needed for growth.
2000–3000
Executive:
3000–4500
Accounts Clerk
SPM/LCCI
Foundation
1–3
Posting of accounts transactions, preparation of
schedules & statements. Filing & record keeping.
1800
2500
Cashier
SPM/LCCI
Foundation
1–3
Handle cash receipts & payments. Bank deposits &
withdrawals. Reconcile bank statements.
1500
2000
Hot job
13
Banking and Finance
Skill Set
Education
Experience
(years)
Job Description
Min. Salary
(RM per month)
This document discusses the importance of aligning corporate learning and development (L&D) strategies with business goals. It provides perspectives from experts who emphasize that L&D programs should address skill gaps, support business expansion plans, and demonstrate how training contributes to business objectives like increased profits. A key aspect of business-centric learning is ensuring L&D content meets current and future business needs. The document also gives examples of companies that have training arms aligned with their overall business strategies and goals.
Government of India’s ambitious Skill India program created National Skill development council (NSDC) to create a powerful network of training ecosystem to address employment skills and support gainful entrepreneurship. Despite the best efforts of the government, partners and other agencies involved in the outcomes of Skill India program have fallen short of objectives. The problem of skilling India can’t be solved by increasing expenditure and bringing in more training partners alone. We present here the reasons for the shortfall and approaches to overcome each pain area.
Automotive training deals with the large need for trained manpower in auto dealerships and manufacturers. MultiWagons Automotive Training plans to open exclusive training centers across India to train graduates, undergraduates, and others for careers in auto sales, finance, and insurance. Trainees will receive technical and soft skills training through interactive classrooms and will be placed at auto dealerships, finance companies, and insurance companies upon completion. The training centers aim to address the shortage of trained automotive professionals in India's growing auto industry.
1) TESCO provides extensive training programs to its large number of employees across various roles and departments.
2) Training needs are identified through needs analysis and gaps are addressed through on-the-job and off-the-job training methods like coaching, shadowing, and induction programs.
3) TESCO evaluates its training programs through activity plans, personal development plans, learning logs, and feedback from managers and subordinates to ensure training objectives are met.
Wisdom Education Limited is an educational institution established in 2013 with the goal of providing quality education and helping students achieve success. The company's vision is to impart holistic education through various courses to help students excel academically and develop values, while standing out. The company's mission is to create an ideal environment for research and nurturing talent needed for leadership. Wisdom Education Limited offers various products like foreign language courses, animation/computer courses, crash courses, and distance education programs. It aims to target working professionals, students, and people interested in these programs. The company plans to use strategies like selecting experienced teachers and using technology to deliver quality education and achieve its goals.
Gopalan Skill Academy expands its portfolio of solutions to offer skill building solutions for the various sectors. As India gears itself for the Green Revolution, Gopalan Skill Academy is geared to leverage massive opportunities that exist in sectors by providing skill building solutions.
In its journey to create a world-class enterprise in the training and skill development domain, Gopalan Skill Academy has ventured into this exercise at our skill centres. Our centres provide learning solutions for business, Govt., PSUs, Universities, multilateral agencies/ NGOs and individuals.
This article discusses the growing demand for corporate training in Oman due to talent shortages and Omanization targets. It notes that companies are increasingly turning to training to enhance workplace competencies beyond what education provides. Training needs have shifted from technical skills to soft skills and personality development. Several corporate training institutes and coaches have emerged to address this demand. While training programs help improve skills, HR managers believe they only account for 10% of productivity and a holistic talent management approach is needed for growth.
2000–3000
Executive:
3000–4500
Accounts Clerk
SPM/LCCI
Foundation
1–3
Posting of accounts transactions, preparation of
schedules & statements. Filing & record keeping.
1800
2500
Cashier
SPM/LCCI
Foundation
1–3
Handle cash receipts & payments. Bank deposits &
withdrawals. Reconcile bank statements.
1500
2000
Hot job
13
Banking and Finance
Skill Set
Education
Experience
(years)
Job Description
Min. Salary
(RM per month)
This document discusses the importance of aligning corporate learning and development (L&D) strategies with business goals. It provides perspectives from experts who emphasize that L&D programs should address skill gaps, support business expansion plans, and demonstrate how training contributes to business objectives like increased profits. A key aspect of business-centric learning is ensuring L&D content meets current and future business needs. The document also gives examples of companies that have training arms aligned with their overall business strategies and goals.
The document summarizes key findings from a survey of employment outlook and salaries in Malaysia in 2011/2012. It found that (1) the Malaysian economy grew 4.6% in Q1 2011 and employment prospects improved across many sectors; (2) there was high demand for sales, marketing, and customer service professionals as well as administrative and legal staff; and (3) industries like banking, IT, engineering, and call centers saw increasing demand for talent.
This document discusses talent acquisition and employer brand. It explains that acquiring high-skilled talent focuses on quality and brand, using recruitment tools like job fairs at top schools. For low-skilled jobs, companies prioritize costs and often outsource recruitment. While international hiring of high-skilled workers benefits developing countries through knowledge transfer, developed countries rely on immigrant labor for low-skilled jobs as locals pursue higher education. Governments control immigration levels through work visa quotas.
Need for Process Management in IT and ITESASQ India
Chandra Kumar Raman has 21 years of experience in quality processes and delivery excellence. He currently works at HP leading their quality operations and driving various initiatives. He is also the president of SPIN Chennai, a forum for software professionals to exchange ideas on software process improvement. SPIN Chennai aims to establish a leadership forum for open exchange of SPI experiences and ideas to promote higher levels of process maturity and software quality.
Flagship News-Letter of Bharuch District Management Association. Compilation of articles devoted to improve management skills, human resource, and contemporary corporate affairs.
NIMS Chairman Dr. Balvir Singh Tomar attended WPCC-2015. He has presented his NIMS University Jaipur, Rajasthan and become eligible to participate in this summit.
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHIDRaashid Malik
The document appears to be a student assignment submitted to Lovely Professional University in partial fulfillment of an MBA degree. It discusses human resource practices at Tata Motors, an Indian automotive manufacturing company. It provides an overview of Tata Motors, describing its operations, vision, management team, and products. It then summarizes Tata Motors' recruitment, selection, training processes and learning programs. The student analyzes the HR practices and provides recommendations to improve them.
The document provides salary ranges for various professional and technical occupations in Australia. Accounting and finance roles like accountants and auditors have salaries ranging from $40K to $180K. Banking and financial services roles such as relationship managers and corporate finance positions pay between $65K to $350K+. Engineering occupations in fields like civil, manufacturing and construction have salaries from $35K for cadets to over $250K for some senior managers. The document outlines the current state of the job market and demand across these industries in Australia.
1) The document provides details about Credence Finishing School, including its vision, mission, financing, PEST analysis, SWOT analysis, services triangle model, and key service qualities.
2) It aims to prepare students for employment through training and skills development programs. It will be financed through venture capital funds and private placements totaling Rs. 75 lakh and Rs. 1 crore respectively.
3) A PEST and SWOT analysis identifies political, economic, social, and technological factors to consider as well as the school's strengths, weaknesses, opportunities, and threats.
ICA Job Guarantee| Institute of accounting |Institute of computer accountants...kaustubr08
ICA began its journey with a mission to provide quality IT services at affordable prices to the masses." /><meta>account and finance course,account related courses,account training,accounting courses,accounting packages,accounting training center,accounting training courses,accounting training,accounting training ,accounts courses,accounts institute,accounts training,back office manager job description,best job in commerce,computer accounting programs,computer accounting services,computer accounting software ,computer accounting,computerised accounting system,computerised accounting ,computerized accounting training,computerized accounting,computerized accounts,computerized financial accounting,computerized financial accounting ,courses account,courses accounts,courses in accounts,courses in finance,diploma courses in accounts,financial accounting training, institute of accounting ,institute of computer accountants,job after 12th commerce,job for bcom graduate,job for commerce graduate,Job guarantee,jobs after graduation in commerce,Jobs for commerce,Jobs for freshers,jobs for tally operator,jobs in commerce,Jobs,ms office training,tally academy ,tally accountant jobs,tally accounting packages,tally jobs for freshers,tax assistant job,training in accounting
Making Apprenticeships Work_Full report_web version pdfNick Ludford
The Industry Skills Board published a report making recommendations to improve apprenticeships from the employer perspective. The report focuses on how to enhance quality, increase employer commitment, and ensure learning is prioritized. It proposes a 25-point action plan addressing quality, access, employer leadership, and ensuring learning is central. The plan includes developing a model to put quality and learning at the heart of all structured workplace training. The goal is for apprenticeships to become sustainable career programs on par with degrees as desirable pathways for young people.
The document discusses Malaysia's efforts to upskill its workforce through the Human Resources Development Fund (HRDF). Some key points:
1) HRDF aims to increase the percentage of Malaysia's skilled workforce from 30% to 33% by 2015 and upskill 1.13 million workers by 2020 in order to better prepare workers for an evolving economic environment.
2) In 2013, HRDF will provide 110% reimbursement for upskilling, reskilling and cross-skilling trainings to encourage employers to invest in developing their employees' skills.
3) HRDF is working with universities and institutions both within Malaysia and abroad to provide a variety of technical and leadership training programs to facilitate upskilling at
The document proposes establishing an Entrepreneurship Development Center (EDC) at a technical institution to promote small and medium enterprises (SMEs) in northwest Pakistan. The EDC would aim to identify business opportunities and problems faced by SMEs through research, raise entrepreneurship awareness, and organize training programs. It would include sections for training, resources, and research. The training section would offer courses in entrepreneurship while the resource section would provide an e-library and publications. The EDC envisions increasing graduates who become entrepreneurs and boosting the proportion of independent business owners in the region.
The newsletter provides an overview of Globalinx Corp.'s activities in Q1 2013 and plans for the future. Key points include:
1) Globalinx saw increased demand in 2012 for cross-cultural training and will continue focusing on developing these programs.
2) In 2013, Globalinx will offer its management seminars publicly for the first time and expand its eLearning offerings.
3) The president expresses excitement about reaching a wider audience and providing essential skills for global business.
The document discusses training at Samsung. It provides details about:
1) Samsung's training programs which aim to develop leadership, marketing, engineering skills through various institutes and customized training.
2) The annual personnel evaluation process to assess employees' performance and potential.
3) Required safety trainings on chemicals, manufacturing processes, and emergency response.
4) Benefits and limitations of online and virtual reality training methods.
5) Importance of training in developing Samsung's success and addressing issues like unequal training quality across branches.
Vasundhara Centre of Excellence aims to partner with and support state governments and government agencies in India in the design of initiatives, measures and institutions, from first-principles, to promote: Enterprise development; Trade and business linkages, Investment (both cross-border and inward). VCOE will serve as a competency delivery centre that will address the current challenges in learning development or technology implementation.
This business proposal outlines a training and human resources development venture called Takween that will provide customized training courses to state-owned organizations in Libya.
The proposal conducts a feasibility study that finds a gap between the skills produced by Libya's education system and the skills demanded by the labor market. Takween will aim to bridge this gap by designing and delivering high-quality, certified training programs in areas like English, IT, and business skills.
Takween will target ministries, oil and gas companies, and banks with common training needs. It will differentiate itself by offering free HR assessments and tailored courses. Financial projections estimate Takween will break even within 13 months, achieve a 92% return on investment after 5 years
Re skilling in times of today article by lipikaRajni Ranjan
Reskilling in Business/Corporates - Industry is always on the lookout for methods to improve and increase productivity, decrease cost, increase savings, and create operational
efficiencies and effectiveness in systems and processes. Automation and digitisation, therefore, are the obvious adaptation that all businesses are working towards and
welcoming with open arms.
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, FMCG and retail, IT, and ITES. It notes that e-commerce, IT, and engineering are expected to see strong financial growth in 2015/16. The highest paying industries are IT, banking/financial services, and e-commerce. It provides salary ranges for popular jobs in these industries such as risk advisory, digital marketing managers, and software engineers.
Top 10 Rising Startups In Chennai -2022 low resolution.pdfSwiftnlift
I am an HRM professional with 28 years of extensive experience in HRM. Broadly, in Talent Management, Training & Development, Skill Development, Performance Management, Compensation & Benefits, Industrial Relations, Policies & Procedures, Hay Evaluation, Thomas Profiling and Counseling. And specialising in enhancing organizations to develop strategies for their people’s engagement and development.
The document discusses workforce challenges and opportunities in today's global market. It summarizes that while economic and technological changes present new challenges, human potential remains the key to business success. It advocates adopting a global talent outlook and prioritizing jobs, training, and opportunities to strengthen productivity and competitiveness. The document promotes ManpowerGroup's services and global network to help companies meet their workforce needs anywhere in the world through an understanding of local dynamics and an international talent pool.
The document summarizes key findings from a survey of employment outlook and salaries in Malaysia in 2011/2012. It found that (1) the Malaysian economy grew 4.6% in Q1 2011 and employment prospects improved across many sectors; (2) there was high demand for sales, marketing, and customer service professionals as well as administrative and legal staff; and (3) industries like banking, IT, engineering, and call centers saw increasing demand for talent.
This document discusses talent acquisition and employer brand. It explains that acquiring high-skilled talent focuses on quality and brand, using recruitment tools like job fairs at top schools. For low-skilled jobs, companies prioritize costs and often outsource recruitment. While international hiring of high-skilled workers benefits developing countries through knowledge transfer, developed countries rely on immigrant labor for low-skilled jobs as locals pursue higher education. Governments control immigration levels through work visa quotas.
Need for Process Management in IT and ITESASQ India
Chandra Kumar Raman has 21 years of experience in quality processes and delivery excellence. He currently works at HP leading their quality operations and driving various initiatives. He is also the president of SPIN Chennai, a forum for software professionals to exchange ideas on software process improvement. SPIN Chennai aims to establish a leadership forum for open exchange of SPI experiences and ideas to promote higher levels of process maturity and software quality.
Flagship News-Letter of Bharuch District Management Association. Compilation of articles devoted to improve management skills, human resource, and contemporary corporate affairs.
NIMS Chairman Dr. Balvir Singh Tomar attended WPCC-2015. He has presented his NIMS University Jaipur, Rajasthan and become eligible to participate in this summit.
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHIDRaashid Malik
The document appears to be a student assignment submitted to Lovely Professional University in partial fulfillment of an MBA degree. It discusses human resource practices at Tata Motors, an Indian automotive manufacturing company. It provides an overview of Tata Motors, describing its operations, vision, management team, and products. It then summarizes Tata Motors' recruitment, selection, training processes and learning programs. The student analyzes the HR practices and provides recommendations to improve them.
The document provides salary ranges for various professional and technical occupations in Australia. Accounting and finance roles like accountants and auditors have salaries ranging from $40K to $180K. Banking and financial services roles such as relationship managers and corporate finance positions pay between $65K to $350K+. Engineering occupations in fields like civil, manufacturing and construction have salaries from $35K for cadets to over $250K for some senior managers. The document outlines the current state of the job market and demand across these industries in Australia.
1) The document provides details about Credence Finishing School, including its vision, mission, financing, PEST analysis, SWOT analysis, services triangle model, and key service qualities.
2) It aims to prepare students for employment through training and skills development programs. It will be financed through venture capital funds and private placements totaling Rs. 75 lakh and Rs. 1 crore respectively.
3) A PEST and SWOT analysis identifies political, economic, social, and technological factors to consider as well as the school's strengths, weaknesses, opportunities, and threats.
ICA Job Guarantee| Institute of accounting |Institute of computer accountants...kaustubr08
ICA began its journey with a mission to provide quality IT services at affordable prices to the masses." /><meta>account and finance course,account related courses,account training,accounting courses,accounting packages,accounting training center,accounting training courses,accounting training,accounting training ,accounts courses,accounts institute,accounts training,back office manager job description,best job in commerce,computer accounting programs,computer accounting services,computer accounting software ,computer accounting,computerised accounting system,computerised accounting ,computerized accounting training,computerized accounting,computerized accounts,computerized financial accounting,computerized financial accounting ,courses account,courses accounts,courses in accounts,courses in finance,diploma courses in accounts,financial accounting training, institute of accounting ,institute of computer accountants,job after 12th commerce,job for bcom graduate,job for commerce graduate,Job guarantee,jobs after graduation in commerce,Jobs for commerce,Jobs for freshers,jobs for tally operator,jobs in commerce,Jobs,ms office training,tally academy ,tally accountant jobs,tally accounting packages,tally jobs for freshers,tax assistant job,training in accounting
Making Apprenticeships Work_Full report_web version pdfNick Ludford
The Industry Skills Board published a report making recommendations to improve apprenticeships from the employer perspective. The report focuses on how to enhance quality, increase employer commitment, and ensure learning is prioritized. It proposes a 25-point action plan addressing quality, access, employer leadership, and ensuring learning is central. The plan includes developing a model to put quality and learning at the heart of all structured workplace training. The goal is for apprenticeships to become sustainable career programs on par with degrees as desirable pathways for young people.
The document discusses Malaysia's efforts to upskill its workforce through the Human Resources Development Fund (HRDF). Some key points:
1) HRDF aims to increase the percentage of Malaysia's skilled workforce from 30% to 33% by 2015 and upskill 1.13 million workers by 2020 in order to better prepare workers for an evolving economic environment.
2) In 2013, HRDF will provide 110% reimbursement for upskilling, reskilling and cross-skilling trainings to encourage employers to invest in developing their employees' skills.
3) HRDF is working with universities and institutions both within Malaysia and abroad to provide a variety of technical and leadership training programs to facilitate upskilling at
The document proposes establishing an Entrepreneurship Development Center (EDC) at a technical institution to promote small and medium enterprises (SMEs) in northwest Pakistan. The EDC would aim to identify business opportunities and problems faced by SMEs through research, raise entrepreneurship awareness, and organize training programs. It would include sections for training, resources, and research. The training section would offer courses in entrepreneurship while the resource section would provide an e-library and publications. The EDC envisions increasing graduates who become entrepreneurs and boosting the proportion of independent business owners in the region.
The newsletter provides an overview of Globalinx Corp.'s activities in Q1 2013 and plans for the future. Key points include:
1) Globalinx saw increased demand in 2012 for cross-cultural training and will continue focusing on developing these programs.
2) In 2013, Globalinx will offer its management seminars publicly for the first time and expand its eLearning offerings.
3) The president expresses excitement about reaching a wider audience and providing essential skills for global business.
The document discusses training at Samsung. It provides details about:
1) Samsung's training programs which aim to develop leadership, marketing, engineering skills through various institutes and customized training.
2) The annual personnel evaluation process to assess employees' performance and potential.
3) Required safety trainings on chemicals, manufacturing processes, and emergency response.
4) Benefits and limitations of online and virtual reality training methods.
5) Importance of training in developing Samsung's success and addressing issues like unequal training quality across branches.
Vasundhara Centre of Excellence aims to partner with and support state governments and government agencies in India in the design of initiatives, measures and institutions, from first-principles, to promote: Enterprise development; Trade and business linkages, Investment (both cross-border and inward). VCOE will serve as a competency delivery centre that will address the current challenges in learning development or technology implementation.
This business proposal outlines a training and human resources development venture called Takween that will provide customized training courses to state-owned organizations in Libya.
The proposal conducts a feasibility study that finds a gap between the skills produced by Libya's education system and the skills demanded by the labor market. Takween will aim to bridge this gap by designing and delivering high-quality, certified training programs in areas like English, IT, and business skills.
Takween will target ministries, oil and gas companies, and banks with common training needs. It will differentiate itself by offering free HR assessments and tailored courses. Financial projections estimate Takween will break even within 13 months, achieve a 92% return on investment after 5 years
Re skilling in times of today article by lipikaRajni Ranjan
Reskilling in Business/Corporates - Industry is always on the lookout for methods to improve and increase productivity, decrease cost, increase savings, and create operational
efficiencies and effectiveness in systems and processes. Automation and digitisation, therefore, are the obvious adaptation that all businesses are working towards and
welcoming with open arms.
The document provides an overview and salary guide for various industries in India, including banking and financial services, e-commerce, engineering, FMCG and retail, IT, and ITES. It notes that e-commerce, IT, and engineering are expected to see strong financial growth in 2015/16. The highest paying industries are IT, banking/financial services, and e-commerce. It provides salary ranges for popular jobs in these industries such as risk advisory, digital marketing managers, and software engineers.
Top 10 Rising Startups In Chennai -2022 low resolution.pdfSwiftnlift
I am an HRM professional with 28 years of extensive experience in HRM. Broadly, in Talent Management, Training & Development, Skill Development, Performance Management, Compensation & Benefits, Industrial Relations, Policies & Procedures, Hay Evaluation, Thomas Profiling and Counseling. And specialising in enhancing organizations to develop strategies for their people’s engagement and development.
The document discusses workforce challenges and opportunities in today's global market. It summarizes that while economic and technological changes present new challenges, human potential remains the key to business success. It advocates adopting a global talent outlook and prioritizing jobs, training, and opportunities to strengthen productivity and competitiveness. The document promotes ManpowerGroup's services and global network to help companies meet their workforce needs anywhere in the world through an understanding of local dynamics and an international talent pool.
Nikita rai mba 3rd sem summer training projectDeepVyas25
The document provides details about Nikita Rai's 3-month internship at TopTrove Foundation, a garments company in India. As an intern in the HR department, Nikita helped with tasks like sorting resumes, scheduling interviews, conducting interviews, selecting candidates, photocopying documents, and conducting new employee orientations. The internship helped Nikita fulfill her MBA program requirements and gain exposure to various HR functions at TopTrove Foundation.
Nikita rai mba 3rd sem summer training projectDeepVyas25
The document provides details about Nikita Rai's 3-month internship at TopTrove Foundation, focusing on their training and development practices. It outlines Nikita's responsibilities which included sorting resumes, scheduling interviews, conducting interviews, selecting candidates, document scanning and filing, and assisting with new employee orientation. The document also provides background on TopTrove Foundation, including their vision, mission, quality policies, organizational structure, and code of conduct.
The 10 most recommended facility management service providers to watch in 2019Merry D'souza
Insights Success has come up with this special edition of "The 10 Most Recommended Facility Management Service Providers to Watch in 2019". This issue has featured a handful of companies offering a diverse mix of creativity and distinctiveness.
The document provides an introduction to key concepts in the MBT (Masters of Business and Technology) program. It explains that the MBT integrates both business and technology because technological changes significantly influence how business is managed today. It defines business as creating and retaining satisfied customers or stakeholders, whether in commercial or non-commercial organizations. The document introduces concepts of corporate strategy, including Porter's Five Forces model and value chain. It also briefly discusses corporate governance and its importance. The overall aim is to give new MBT students a basic understanding of core theories that underpin the program's courses.
eaders play a crucial role by creating the plan, monitoring, making adjustments to the business plan and presenting information about the progress to company executives. Their vision and values are key to keeping a company successful. Chirag Kapadia, the Founder, and CEO is the torchbearer of TACTPRO Consulting. His skills and expertise gained over the years helped him become a key figure in the industry. Chirag proudly asserts, “With sound work ethics and a genuine commitment of service delivery, TACTPRO is all geared up to set a strong foothold in the industry. And this is what makes me an extraordinary business tycoon.”
This document promotes a franchise opportunity with Bankedge, a banking and finance training academy. It describes Bankedge as offering training programs and career services to help individuals pursue careers in banking and finance. The document outlines the business model, franchise support services, and growth potential of partnering with Bankedge to open a training center franchise. It promotes the franchise as a way to capitalize on the growing demand for banking professionals in India and participate in the large and lucrative banking training industry.
Scripting a new paradigm for Skilling and Employability through Enterprise: ‘...Centum Learning
Improved economic conditions have fueled unprecedented telecom growth in Africa. Africa’s status as being the second most mobile connected continent where about 15% of its billion inhabitants own a cell phone has ushered many African nations into a digital economy and changed lives of people for the better. The telecom revolution has touched people through better access to education and entertainment, helped in disaster management and better agricultural yields and brought people together through social media.
This project is based on secondary data source only. Tata motors does not have any relation with this project. It was made for study purpose only not for research purpose.
SMARTVT is a nonprofit organization that provides career support to professionals and consulting services to businesses. It helps professionals transition to new opportunities by developing skills, networking, and marketing their value proposition. It also fills businesses' resource needs by matching them with skilled consultants from its membership on projects involving areas like business planning, engineering, and human resources. Members have over 1,000 years of combined experience in dozens of industries. SMARTVT assists both individuals and the local economy during career and business changes.
Shadow Director is a training and consultancy service provider based in Dhaka, Bangladesh. Since 2017 we are serving our customers for their professional and business growth. In align with 4th industrial revolution we have developed our training programs and consultancy services. We are always encompassing business and technology in a same page. Which will enhance our client’s business operation with competitive advantage. Shadow Director is foothold by foreman, who are industry experts and business leaders.
We are serving our customers through counselling, training and by providing consultancy services. First time in Bangladesh we have introduced business intelligence solutions for our clients to get better insights and making strategic business decisions faster. We also provide business process automation and smart workflow design services to reducing the downtime and streamline the operation. Our experts team provide business plan preparation and forecasting support for optimizing cost and reducing process loss/wastage.
We had the pleasure of working with 20+ clients belonging to various industries. From Banking, RMG, NGOs, Automobiles to Educational institutions. We have trained 300+ peoples to growing up with new skillset.
We believe managing money is equally important to making money. For managing cost, we go through the profit first concept. Which turn our client’s business, from cash eating monster to money making machine. All we do by skilling up and growing competency of the peoples of our client organization. They will be bringing the business value for long run along with their career prospect.
Pfizer launched a mobile learning app called Roket to build sales proficiency among its 2,500 medical representatives in India. The app allows representatives to learn through quizzes, videos, and materials anytime on their iPads. It also integrates coaching forms filled out by managers. Since launching in 2015, usage has increased and proficiency scores have risen from 48% to 72% within 16 weeks, showing the success of mobile learning in improving sales performance.
The document is an internship report submitted by Setu Gupta detailing their internship experience at CRC Homes Pvt Ltd. Some key details:
- CRC Homes Pvt Ltd is a construction company based in Noida, India that specializes in residential, commercial, and infrastructure projects.
- The report provides an overview of CRC Homes' organizational structure, functional departments including production, marketing, R&D, HR, sales, quality, and finance.
- It also describes the objectives of the internship program and benefits of internships for students, as well as CRC Homes' main competitors in the construction industry.
Mohit prasad 202032067 final sip reportmohit909348
The document provides details of Mohit Prasad's summer internship at Larsen & Toubro Financial Services (LTFS) from August 10, 2021 to July 15, 2021, where he gained experience in marketing and sales operations. It describes his duties as a marketing intern, which included supporting the sales team and shadowing marketing and sales professionals. The internship helped Mohit gain valuable insights into achieving success in the rural finance industry and developing skills like listening and collaboration.
Skill Development Advisors is a certified company that provides business consulting and skill development services. It aims to address skill gaps in India by researching government schemes, analyzing demographics, and developing standardized training modules. It works with training partners to improve their facilities, trainers, assessments, and placements. As a skill consultant, it validates training partners, generates awareness of opportunities, and helps create an ecosystem for skill development and entrepreneurship in India. Its goal is to increase awareness and effective implementation of government skill and startup programs.
This document provides an annual report for TCS (Tata Consultancy Services) for the fiscal year 2013-2014. It includes the following sections:
1. Financial highlights showing 29.9% revenue growth to Rs. 81,809 crore and 37.7% net profit growth to Rs. 19,164 crore.
2. Letters from the CEO talking about the company's strong performance, investments in new technologies, commitment to developing employees, and partnerships with customers.
3. Information about the board of directors, leadership team, customers, employees, community initiatives, and commitments to the future.
4. Financial statements and reports including the balance sheet, statement of profit and loss, cash
The document is a project report submitted by Rahul Chauhan for their Master's degree. It details Rahul's 6-week internship at Helping Hand Foundation/OM Accounting where they studied digital marketing. The 20 page report includes an executive summary, introduction, company profile, literature review on e-commerce and online advertising trends, objectives, scope of study, data collection from clients in different categories, social media marketing, online display ads, marketing services, digital strategy, email content, findings, and conclusion. Rahul gained knowledge of digital marketing concepts and processes during virtual and field work under expert supervision.